Common use of Year-End Performance Evaluation Clause in Contracts

Year-End Performance Evaluation. The end-of-year evaluation shall be based on those performance factors and goals and objectives established at the expectations meeting and shall include the following: 1. An overall performance rating; 2. Modification of the employee’s job description (if applicable); 3. Recommendations for training as appropriate Where an employee did not have an opportunity to perform work described by a performance standard or goal and objective, that standard or goal and objective will not be considered in the year-end performance evaluation. All applicable performance factors and goals and objectives will be applied fairly and objectively. The University should take into account any equipment and resource problems, lack of training, frequency of work interruptions, and other matters outside of an employee’s control when applying performance factors and goals and objectives. Time off on approved leave (sick, personal, annual, etc.) and authorized time for union representational purposes and other authorized activities will not be considered negatively in the application of performance factors and performance goals and objectives, provided that where an employee has been placed on notice regarding a sick leave usage problem, the employee’s sick leave usage may be taken into account. The performance evaluation requires a second signature. An individual superior to the individual preparing the performance evaluation and with knowledge of the department and the employee must review and approve the employee’s end-of-year evaluation. This approval must be secured prior to the end-of-year evaluation meeting with the employee. The Department Head or designee shall meet with the employee, discuss the performance evaluation, and give the employee a copy of the end-of-year evaluation. The employee must sign the evaluation and a copy will be placed in the employee’s personnel file. A statement of an employee’s comments and/or objections to an evaluation may be attached and put in the employee’s personnel file. Overall performance evaluations of Meets Standards or Above Standards may only be grieved through Step 2 of the grievance procedure; overall performance evaluations of Below Standards may be grieved through the entire grievance process. The Employer will not apply forced distributions or any other limitation to employee ratings.

Year-End Performance Evaluation. A. The end-of-year evaluation shall be based on those performance factors and goals and objectives established at the expectations meeting and shall include the following: 1. An overall performance rating; 2. Modification of the employee’s job description (if applicable); 3. Recommendations for training as appropriate appropriate. B. Where an employee did not have an opportunity to perform work described by a performance standard or goal and objective, that standard or goal and objective will not be considered in the year-end performance evaluation. All applicable performance factors and goals and objectives will be applied fairly and objectively. The University should take into account any equipment and resource problems, lack of training, frequency of work interruptions, and other matters outside of an employee’s control when applying performance factors and goals and objectives. Time off on approved leave (sick, personal, annual, etc.) and authorized time for union Union representational purposes and other authorized activities will not be considered negatively in the application of performance factors and performance goals and objectives, provided that where an employee has been placed on notice regarding a sick leave usage problem, the employee’s sick leave usage may be taken into account. . C. The performance evaluation requires a second signature. An individual superior to the individual preparing the performance evaluation and with knowledge of the department and the employee must review and approve the employee’s end-of-year evaluation. This approval must be secured prior to the end-of-year evaluation meeting with the employee. . D. The Department Head or designee shall meet with the employee, discuss the performance evaluation, and give the employee a copy of the end-of-year evaluation. The employee must sign the evaluation and a copy will be placed in the employee’s personnel file. ▇. A statement of an employee’s comments and/or objections to an evaluation may be attached and put in the employee’s personnel file. Overall performance evaluations of "Meets Standards Standards" or Above Standards above may only be grieved through Step 2 of the grievance procedure; overall performance evaluations of "Below Standards Standards" or below may be grieved through the entire grievance process. . F. The Employer will not apply forced distributions or any other limitation limitations to employee ratings.

Year-End Performance Evaluation. The end-of-year evaluation shall be based on those performance factors and factors/goals and objectives established at the expectations meeting and shall include the following: 1. An The overall performance rating; 2. Modification of the The employee’s job description (if applicable)description; 3. Recommendations for training as appropriate training/development, if applicable. Where an employee did not have an opportunity to perform work described by a performance standard or goal and objectivefactor/goal, that standard or factor/goal and objective will not be considered in the year-end performance evaluation. All applicable performance factors and factors/goals and objectives will be applied fairly and objectively. The University should take into account any When applying performance factors/goals, equipment and resource problems, lack of training, frequency of work interruptions, and other matters outside of an employee’s control when applying performance factors and goals and objectiveswill be considered. Time off on approved leave (sick, personal, annual, etc.) and authorized time for union Union representational purposes and other authorized activities will not be considered negatively in the application of performance factors and performance goals and objectivesfactors/goals. However, provided that where an employee has been placed on notice regarding a sick leave Sick Leave usage problem, the employee’s sick leave Sick Leave usage may be taken into accountaccount for failure to meet expectations. The performance evaluation requires a second signature. An individual superior to the individual preparing the performance evaluation and with knowledge of the department and the employee must review and approve the employee’s end-of-year evaluation. This approval must be secured prior to the end-of-year evaluation meeting with the employee. The Department Head or designee shall supervisor will meet with the employee, discuss the performance evaluation, and give the employee a copy of the end-of-year evaluation. The Subsequent to the review of the end-of-year evaluation, and after the rater’s supervisor’s review and approval, the employee must will be asked to sign the evaluation evaluation. A copy shall be given to the employee and a copy will another shall be placed in the employee’s personnel file. A statement of an employee’s An employee will be permitted to attach comments and/or objections to an evaluation may to be attached and put placed in the employee’s personnel file. In the event that the Parties reach an economic agreement during the life of this MOU which calls for merit increases based on an evaluation that is different than “Meets Standards,” then employees will have the right to access the grievance procedure in the event that they wish to contest an evaluation that is less than that which enables them to obtain the merit increase negotiated in accordance with Article 7 of the MOU. Overall performance evaluations that exceed the level of Meets Standards or Above Standards may performance necessary to ensure a merit increase under the aforementioned provision of the MOU shall only be grieved grievable through Step 2 of the grievance procedure; overall performance evaluations of Below Standards may be grieved through the entire grievance process. The Employer will not apply forced distributions or any other limitation to employee ratings.

Year-End Performance Evaluation. The end-of-year evaluation shall be based on those performance factors and factors/goals and objectives established at the expectations meeting and shall include the following: 1. An A. The overall performance rating; 2. Modification of the B. The employee’s job description (description C. Recommendations for training/development, if applicable); 3. Recommendations for training as appropriate Where an employee did not have an opportunity to perform work described by a performance standard or goal and objectivefactor/goal, that standard or factor/goal and objective will not be considered in the year-end performance evaluation. All applicable performance factors and factors/goals and objectives will be applied fairly and objectively. The University should take into account any When applying performance factors/goals, equipment and resource problems, lack of training, frequency of work interruptions, and other matters outside of an employee’s control when applying performance factors and goals and objectiveswill be considered. Time off on approved leave (sick, personal, annual, etc.) and authorized time for union Union representational purposes and other authorized activities will not be considered negatively in the application of performance factors and performance goals and objectivesfactors/goals. However, provided that where an employee has been placed on notice regarding a sick leave usage problem, the employee’s sick leave usage may be taken into accountaccount for failure to be rated Effective. The performance evaluation requires a second signature. An individual superior to the individual preparing the performance evaluation and with knowledge of the department and the employee must review and approve the employee’s end-of-year evaluation. This approval must be secured prior to the end-of-year evaluation meeting with the employee. The Department Head or designee shall supervisor will meet with the employee, discuss the performance evaluation, and give the employee a copy of the end-of-year evaluation. The Subsequent to the review of the end-of-year evaluation, and after the rater’s supervisor’s review and approval, the employee must will be asked to sign the evaluation evaluation. A copy shall be given to the employee and a copy will another shall be placed in the employee’s personnel file. A statement of an employee’s An employee will be permitted to attach comments and/or objections to an evaluation may to be attached and put placed in the employee’s personnel file. In the event that the parties reach an economic agreement during the life of this MOU which calls for merit increases based upon an evaluation that is different than “Effective,” then employees will have the right to access the grievance procedure in the event that they wish to contest an evaluation that is less than that which enables them to obtain the merit increase negotiated in accordance with Article 20 Wages of the MOU. Overall performance evaluations that exceed the level of Meets Standards or Above Standards may performance necessary to insure a merit increase under the aforementioned provision of the MOU shall only be grieved grievable through Step 2 of the grievance procedure; overall performance evaluations of Below Standards may be grieved through the entire grievance process. The Employer will not apply forced distributions or any other limitation to employee ratings.

Year-End Performance Evaluation. ‌ The end-of-year evaluation shall be based on those performance factors and factors/goals and objectives established at the expectations meeting and shall include the following: 1. An A. The overall performance rating; 2. Modification of the B. The employee’s job description (description C. Recommendations for training/development, if applicable); 3. Recommendations for training as appropriate Where an employee did not have an opportunity to perform work described by a performance standard or goal and objectivefactor/goal, that standard or factor/goal and objective will not be considered in the year-end performance evaluation. All applicable performance factors and factors/goals and objectives will be applied fairly and objectively. The University should take into account any When applying performance factors/goals, equipment and resource problems, lack of training, frequency of work interruptions, and other matters outside of an employee’s control when applying performance factors and goals and objectiveswill be considered. Time off on approved leave (sick, personal, annual, etc.) and authorized time for union Union representational purposes and other authorized activities will not be considered negatively in the application of performance factors and performance goals and objectivesfactors/goals. However, provided that where an employee has been placed on notice regarding a sick leave usage problem, the employee’s sick leave usage may be taken into accountaccount for failure to be rated Effective. The performance evaluation requires a second signature. An individual superior to the individual preparing the performance evaluation and with knowledge of the department and the employee must review and approve the employee’s end-of-year evaluation. This approval must be secured prior to the end-of-year evaluation meeting with the employee. The Department Head or designee shall supervisor will meet with the employee, discuss the performance evaluation, and give the employee a copy of the end-of-year evaluation. The Subsequent to the review of the end-of-year evaluation, and after the rater’s supervisor’s review and approval, the employee must will be asked to sign the evaluation evaluation. A copy shall be given to the employee and a copy will another shall be placed in the employee’s personnel file. A statement of an employee’s An employee will be permitted to attach comments and/or objections to an evaluation may to be attached and put placed in the employee’s personnel file. In the event that the parties reach an economic agreement during the life of this MOU which calls for merit increases based upon an evaluation that is different than “Effective,” then employees will have the right to access the grievance procedure in the event that they wish to contest an evaluation that is less than that which enables them to obtain the merit increase negotiated in accordance with Article 20 Wages of the MOU. Overall performance evaluations that exceed the level of Meets Standards or Above Standards may performance necessary to insure a merit increase under the aforementioned provision of the MOU shall only be grieved grievable through Step 2 of the grievance procedure; overall performance evaluations of Below Standards may be grieved through the entire grievance process. The Employer will not apply forced distributions or any other limitation to employee ratings.

Year-End Performance Evaluation. The end-of-year evaluation shall be based on those performance factors and factors/goals and objectives established at the expectations meeting and shall include the following: 1. An The overall performance rating; 2. Modification of the The employee’s job description (if applicable)description; 3. Recommendations for training as appropriate training/development, if applicable. Where an employee did not have an opportunity to perform work described by a performance standard or goal and objectivefactor/goal, that standard or factor/goal and objective will not be considered in the year-end performance evaluation. All applicable performance factors and factors/goals and objectives will be applied fairly and objectively. The University should take into account any When applying performance factors/goals, equipment and resource problems, lack of training, frequency of work interruptions, and other matters outside of an employee’s control when applying performance factors and goals and objectiveswill be considered. Time off on approved leave (sick, personal, annual, etc.) and authorized time for union Union representational purposes and other authorized activities will not be considered negatively in the application of performance factors and performance goals and objectivesfactors/goals. However, provided that where an employee has been placed on notice regarding a sick leave Sick Leave usage problem, the employee’s sick leave Sick Leave usage may be taken into accountaccount for failure to meet expectations. The performance evaluation requires a second signature. An individual superior to the individual preparing the performance evaluation and with knowledge of the department and the employee must review and approve the employee’s end-of-year evaluation. This approval must be secured prior to the end-of-year evaluation meeting with the employee. The Department Head or designee shall supervisor will meet with the employee, discuss the performance evaluation, and give the employee a copy of the end-of-year evaluation. The Subsequent to the review of the end-of-year evaluation, and after the rater’s supervisor’s review and approval, the employee must will be asked to sign the evaluation evaluation. A copy shall be given to the employee and a copy will another shall be placed in the employee’s personnel file. A statement of an employee’s An employee will be permitted to attach comments and/or objections to an evaluation may to be attached and put placed in the employee’s personnel file. In the event that the Parties reach an economic agreement during the life of this MOU which calls for merit increases based on an evaluation that is different than “Meets Standards,” then employees will have the right to access the grievance procedure in the event that they wish to contest an evaluation that is less than that which enables them to obtain the merit increase negotiated in accordance with Article 5 of the MOU. Overall performance evaluations that exceed the level of Meets Standards or Above Standards may performance necessary to ensure a merit increase under the aforementioned provision of the MOU shall only be grieved grievable through Step 2 of the grievance procedure; overall performance evaluations of Below Standards may be grieved through the entire grievance process. The Employer will not apply forced distributions or any other limitation to employee ratings.

Year-End Performance Evaluation. The end-of-year evaluation shall be based on those performance factors and goals and objectives established at the expectations meeting and shall include the following: 1. An overall performance rating; 2. Modification of the employee’s job description (if applicable); 3. Recommendations for training as appropriate Where an employee did not have an opportunity to perform work described by a performance standard or goal and objective, that standard or goal and objective will not be considered in the year-end performance evaluation. All applicable performance factors and goals and objectives will be applied fairly and objectively. The University should take into account any equipment and resource problems, lack of training, frequency of work interruptions, and other matters outside of an employee’s control when applying performance factors and goals and objectives. Time off on approved leave (sick, personal, annual, etc.) and authorized time for union Union representational purposes and other authorized activities will not be considered negatively in the application of performance factors and performance goals and objectives, provided that where an employee has been placed on notice regarding a sick leave usage problem, the employee’s sick leave usage may be taken into account. The performance evaluation requires a second signature. An individual superior to the individual preparing the performance evaluation and with knowledge of the department and the employee must review and approve the employee’s end-of-year evaluation. This approval must be secured prior to the end-of-year evaluation meeting with the employee. The Department Head or designee shall meet with the employee, discuss the performance evaluation, and give the employee a copy of the end-of-year evaluation. The employee must sign the evaluation and a copy will be placed in the employee’s personnel file. A statement of an employee’s comments and/or objections to an evaluation may be attached and put in the employee’s personnel file. Overall performance evaluations of Meets Standards or Above Standards above may only be grieved through Step 2 of the grievance procedure; overall performance evaluations of Below Standards or below may be grieved through the entire grievance process. The Employer will not apply forced distributions or any other limitation to employee ratings.

Year-End Performance Evaluation. A. The end-of-year evaluation shall be based on those performance factors and goals and objectives established at the expectations meeting and shall include the following: 1. An overall performance rating; 2. Modification of the employee’s job description (if applicable); 3. Recommendations for training as appropriate appropriate. B. Where an employee did not have an opportunity to perform work described by a performance standard or goal and objective, that standard or goal and objective will not be considered in the year-end performance evaluation. All applicable performance factors and goals and objectives will be applied fairly and objectively. The University should take into account any equipment and resource problems, lack of training, frequency of work interruptions, and other matters outside of an employee’s control when applying performance factors and goals and objectives. Time off on approved leave (sick, personal, annual, etc.) and authorized time for union Union representational purposes and other authorized activities will not be considered negatively in the application of performance factors and performance goals and objectives, provided that where an employee has been placed on notice regarding a sick leave usage problem, the employee’s sick leave usage may be taken into account. . C. The performance evaluation requires a second signature. An individual superior to the individual preparing the performance evaluation and with knowledge of the department and the employee must review and approve the employee’s end-of-year evaluation. This approval must be secured prior to the end-of-year evaluation meeting with the employee. . D. The Department Head or designee shall meet with the employee, discuss the performance evaluation, and give the employee a copy of the end-of-year evaluation. The employee must sign the evaluation and a copy will be placed in the employee’s personnel file. ▇. A statement of an employee’s comments and/or objections to an evaluation may be attached and put in the employee’s personnel file. Overall performance evaluations of "Meets Standards Standards" or Above Standards above may only be grieved through Step 2 of the grievance procedure; overall performance evaluations of "Below Standards Standards" or below may be grieved through the entire grievance process. . F. The Employer will not apply forced distributions or any other limitation to employee ratings. G. The Office of Human Resources (OHR) will work with supervisors and employees so that the processes detailed in this article are understood and carried out in a timely manner. Performance evaluations are tracked by OHR as completed. Supervisors who fail to complete the process by the due date will be contacted and provisions of the article will be enforced.

Year-End Performance Evaluation. The end-of-year evaluation shall be based on those performance factors and goals and objectives established at the expectations meeting and shall include the following: 1. An overall performance rating; 2. Modification of the employee’s job description (if applicable); 3. Recommendations for training as appropriate Where an employee did not have an opportunity to perform work described by a performance standard or goal and objective, that standard or goal and objective will not be considered in the year-end performance evaluation. All applicable performance factors and goals and objectives will be applied fairly and objectively. The University should take into account any equipment and resource problems, lack of training, frequency of work interruptions, and other matters outside of an employee’s control when applying performance factors and goals and objectives. Time off on approved leave (sick, personal, annual, etc.) and authorized time for union representational purposes and other authorized activities will not be considered negatively in the application of performance factors and performance goals and objectives, provided that where an employee has been placed on notice regarding a sick leave usage problem, the employee’s sick leave usage may be taken into account. The performance evaluation requires a second signature. An individual superior to the individual preparing the performance evaluation and with knowledge of the department and the employee must review and approve the employee’s end-of-year evaluation. This approval must be secured prior to the end-of-year evaluation meeting with the employee. The Department Head or designee shall meet with the employee, discuss the performance evaluation, and give the employee a copy of the end-of-year evaluation. The employee must sign the evaluation and a copy will be placed in the employee’s personnel file. A statement of an employee’s comments and/or objections to an evaluation may be attached and put in the employee’s personnel file. Overall performance evaluations of Meets Standards or Above Standards above may only be grieved through Step 2 of the grievance procedure; overall performance evaluations of Below Standards or below may be grieved through the entire grievance process. The Employer will not apply forced distributions or any other limitation to employee ratings.

Year-End Performance Evaluation. The endyear-of-year end annual performance evaluation shall be based on those performance factors and goals and objectives established at the expectations meeting and shall include the following: 1. A. An overall performance rating;. 2. Modification B. The specific tasks, which the employee needs to achieve during the next evaluation period and performance objectives, which are established at the Annual Expectations Meeting (see Section 2 above). C. Modifications of the employee’s 's job description that will alter an employee's bargaining unit status; it is understood and agreed that that the University will advise the Union thirty (if applicable);30) days in advance of the proposed date of modification to the employee's job description. It is further understood that the University reserves the right to promote employees, in accordance with this MOU, to a position that may be outside the bargaining unit. 3. D. Recommendations for training as appropriate appropriate. (See Annual Expectations Meeting, Section 2 above.) The supervisor conducting the performance evaluation shall be the employee's immediate supervisor, who is in the ordinary course of business the individual responsible for assigning and reviewing the employee's work, signing time sheets, and approving leave. If the supervisor has been the employee's supervisor for less than six (6) months, the employee's former supervisor if available will provide input. Where an employee did not have an opportunity to perform work described by a performance standard or goal and objective, that standard or goal and objective will not be considered in the year-end performance evaluation. All applicable performance factors and goals and objectives will be applied fairly and objectively. The University should shall take into account any equipment and resource problems, lack of training, frequency of work interruptions, and other matters outside of consideration impediments to an employee’s 's job performance, which are beyond the control when applying performance factors and goals and objectivesof the employee. Time off on approved leave (sick, personal, annual, etc.) and authorized time for union Union representational purposes and other authorized activities will not be considered negatively in the application of performance factors and performance goals and objectives, provided that where an employee has been placed on notice regarding a sick leave usage problem, the employee’s 's sick leave usage may be taken into account. The performance evaluation requires a employee's second signature. An individual superior level supervisor reserves the right to the individual preparing the performance evaluation and with knowledge of the department and the employee must review and make valid changes or modification(s) to approve the an employee’s 's end-of-the-year evaluationevaluation prior to the employee's signature. This approval must be secured prior to the end-of-year evaluation meeting with the employee. The Department Head or designee supervisor shall meet with the employee, discuss the performance evaluation, and give the employee a copy of the end-of-the-year evaluation. The employee must sign , which will be signed by the evaluation employee, and a copy will be placed in the employee’s 's personnel filefile with the job description attached. A statement of an employee’s 's objection or comments and/or objections to an evaluation may be attached submitted to the first and put second level supervisor within thirty calendar thirty (30) days of receipt of the current evaluation. A copy of the employee's comments shall also be forwarded, by the appropriate supervisor, to the Office of Human Resources for placement in the employee’s 's personnel file. Overall performance evaluations of Meets Standards or Above Standards may only be grieved through Step 2 of the grievance procedure; overall performance evaluations of Below Standards may be grieved through the entire grievance process. The Employer will not apply forced distributions or any other limitation to employee ratings.

Year-End Performance Evaluation. A. The end-of-year evaluation shall be based on those performance factors and goals and objectives established at the expectations meeting and shall include the following: 1. An overall performance rating; 2. Modification of the employee’s job description (if applicable); 3. Recommendations for training as appropriate appropriate. B. Where an employee did not have an opportunity to perform work described by a performance standard or goal and objective, that standard or goal and objective will not be considered in the year-end performance evaluation. All applicable performance factors and goals and objectives will be applied fairly and objectively. The University should take into account any equipment and resource problems, lack of training, frequency of work interruptions, and other matters outside of an employee’s control when applying performance factors and goals and objectives. Time off on approved leave (sick, personal, annual, etc.) and authorized time for union Union representational purposes and other authorized activities will not be considered negatively in the application of performance factors and performance goals and objectives, provided that where an employee has been placed on notice regarding a sick leave usage problem, the employee’s sick leave usage may be taken into account. . C. The performance evaluation requires a second signature. An individual superior to the individual preparing the performance evaluation and with knowledge of the department and the employee must review and approve the employee’s end-of-year evaluation. This approval must be secured prior to the end-of-year evaluation meeting with the employee. . D. The Department Head or designee shall meet with the employee, discuss the performance evaluation, and give the employee a copy of the end-of-year evaluation. The employee must sign the evaluation and a copy will be placed in the employee’s personnel file. ▇. A statement of an employee’s comments and/or objections to an evaluation may be attached and put in the employee’s personnel file. Overall performance evaluations of "Meets Standards Standards" or Above Standards above may only be grieved through Step 2 step two of the grievance procedure; overall performance evaluations of "Below Standards Standards" or below may be grieved through the entire grievance process. . F. The Employer will not apply forced distributions or any other limitation to employee ratings. G. The Office of Human Resources (OHR) will work with supervisors and employees so that the processes detailed in this article are understood and carried out in a timely manner. Performance evaluations are tracked by OHR as completed. Supervisors who fail to complete the process by the due date will be contacted and provisions of the article will be enforced.